When an employee’s job performance is poor, there are really two possible business coach explanations for what is going on. Either the employee doesn’t know what to do or they are simply choosing not to do it. If the employee is choosing not to do what they know they are supposed to do, write them up. We have made a sample Employee Write-Up Form available for you at www.Thrive15.com/EmployeeWriteUpForm. To make sure everyone is on the same page, you should also use a point system that accompanies your Write-Up Policy. Essentially, if someone is late to work, they get this many points, and if they choose not to do their job, they get this many points. If they are caught stealing, they get this many points. If they don’t show up to work, they get this many points. Whenever they reach a certain point total, they will be fired. When you take the time to set up a business coach system like this, you take the emotion out of everything and you make the firing of someone a clear-cut issue. We have provided a sample Employee Write-Up Point System Document at www.Thrive15.com/Employee-Write-Up-Point-System. If you would like additional training on the proper way to fire employees, watch the Thrive15.com CEO’s training video on how to properly fire an employee at www.Thrive15.com/FiringEmployees.
The Inverted Pyramid of Leadership
Once you’ve sifted through the cesspool of job applicants and have found the right hire, it’s your job as the leader of your organization to provide your team members with the tools, resources, and culture they need to be successful at providing value to your ideal and likely buyers. I often tell people that as the B.O.S.S., you must make “Big Obstacles Seem Small.” Sometimes this means investing the time to sit down with a key employee to find out that they suffer from chronic back pain and need a desk that allows them to stand up while working in order to work for an 8-hour day. Sometimes it means you business coach a team member through a difficult divorce. I have personally coached team members through nearly every type of life situation and issue imaginable and I realize that this is just part of the job of being a leader of an organization.
“People don’t care how much you know until they know how much you care.” -Theodore Roosevelt (American statesman, author, explorer, soldier, naturalist, and reformer who served as the 26th president of the United States)
The Compensation Game
Having worked with thousands of employers all over the world, I can tell you that one of the most frustrating and anxiety causing aspects of building a team is developing a fair compensation package. Most entrepreneurs will buy into either an A or B approach to compensation. Option A involves paying people as little as possible to do their jobs while Option B involves paying an employee whatever they ask in order to attract and keep the most talented people around. After years of first-hand experience and case study-driven research, I have found that neither option is the best.
Here is the best way to develop a fair compensation plan:
To download the Business Coach Checklist for Developing a Fair Compensation Plan for a Candidate, visit: www.Thrive15.com/DevelopingAFairCompensationPlanForACandidate
You Must Connect with People in Order to Both Hire and Inspire Them
“Your work is going to fill a large part of your life, and the only way to be truly satisfied is to do what you believe is great work. And the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle. As with all matters of the heart, you’ll know when you find it.” -Steve Jobs
 Create Employee Write-Up Form
 Learn from a business coach about how to fire someone. Waiting until it is necessary will be too late.
 Develop a fair compensation package for each position in the company